When you scale, you have to do it right. Train all your employees well to ensure candidates have a fantastic experience - hire or no hire.

1. www.compete.com
INTERVIEWING @COMPETE
Brilliant People Hire Brilliant People.
“Hiring good people is one of the most significant contributions
you can make to your organization. Good hiring decisions create
a foundation for more effective performance by you, your team,
and your company.”
- Harvard Manage Mentor

2. www.compete.com2
• Live From Compete
• Hire Right
• Roles & Responsibilities
• A Successful Interview Outline
• Types of Interview Questions
• Exercise
• Legal, Schmegal
• Challenging Situations
• Key Takeaways
• Tools
AGENDA

3. www.compete.com3
What’s wrong with this picture?

4. www.compete.com4
For Compete: To continue to build a high performing organization we must
hire right. This will help us deliver on our LEAN IN goal
For you and your team: To help your team produce, deliver and work well
together, a mis-hire disrupts your teams work and culture
The data: The cost to the company of a mis-hire is as high as 150% of salary +
cost of benefits + cost of training/maintenance + cost of time spent hiring
+ extras + cost of YOUR time spent
The first time
Why it’s important to hire right

5. www.compete.com5
What’s my role?
• HR: Accountable for staffing needs and analysis. Support & Tools
• Recruiting: Accountable for finding, evaluating, submitting, scheduling and
closing qualified candidates
• Hiring Manager (HM): The HM owns the process and the hiring decision.
This means…
• Determine skills, competencies, behaviors, etc to evaluate
• Chooses interview team
• Segments the interview (ie who evaluates what)
• Collects timely feedback and makes final decision
• Interviewers: Responsible for evaluating candidates
against criteria identified by HM. Preparing for interviews in
advance and providing timely feedback
• All: Accountable for representing Compete in a positive and honest light
and refers qualified candidates

6. www.compete.com6
• 2 Minutes: Building rapport
• 20 Minutes: The Interview
• 5 Minutes: Candidate questions
• 3 Minutes: Wrap up and next
steps
Outline for a successful
interview

7. www.compete.com7
Types of interview questions
Type Definition Example
Skill Based Questions directly related to the points in the
job description. Questions asked to assess if a
candidate has the correct intellect, knowledge
and/or skills experience to complete the job
they are interviewing for.
Describe a large set of data you have worked
with in the past? What did it contain and how
did you use it?
Competency Based Questions related to an overall personal
characteristic desired and required to do the
job.
What motivates you to put forward your
greatest effort?
Behavioral Based Questions focused on a candidate’s past work
behaviors as a predictor of how they might
behave in the future.
Describe an instance when you delivered
something that was incorrect or incomplete.
How did you handle it?
Scenario Based To help identify how a candidate would handle
a particular situation that the interviewer
explains.
Imagine you have an upset client because our
data wasn’t what they expected. How would
you go about easing the clients emotional
disposition before getting in to explain how
we went about getting to our data?
Company Specific Questions directly related to Compete and our
culture. Questions asked to assess how a
candidate will fit into the company and team.
Why choose Compete for your next career
move?

8. www.compete.com8
Time to practice
Exercise
Organize into teams of 3
• 1 person write a behavioral question
• 1 person write a scenario based question
•1 person write a competency based question
We will do 3 rounds, rotating, where one
person will play each role:
• 1 person will act as interviewer
• 1 person will act as the candidate
•1 person will be an observer
At the end of each round the observer will
share their feedback

9. www.compete.com9
Keep it job related
• Relate all questions to the qualifications of the
job.
• Do not ask any interview questions related to
age, race, color, sex, birthplace, national origin,
marital or family status, or disability. These can
all be considered discriminatory.
• Remember that ignorance is not a defense when
it comes to employment law.
• Use objective, fair and measureable criteria, and
keep it the same for each candidate
interviewing for the same job.
• Do not make a decision on “gut instinct” but
fairly evaluate them based on the selection
criteria defined.

10. www.compete.com10
Challenging situations
SITUATION SUGGESTION
Early in the interview you determine that
candidate is not a match.
Ask candidate to excuse you and let
recruiting/HR or hiring manager know.
Candidate is very quiet, gives only one or two
word answers.
Try changing conversation to a light subject to
relax them. Try telling a Compete story.
Candidate asks you to assess their chances for
getting this position.
Be honest but explain that a decision is based
on feedback from all the interviewers.
Candidate is very talkative and time is running
out.
Manage the interview from the start. Ask them
to summarize. Offer to reconnect via email.
Candidate’s answers are difficult to understand
because they are obviously nervous.
Try calming them down by telling them a story
about your interview at Compete.
Candidate wants to discuss salary. Refer them to recruiting/HR.

11. www.compete.com11
Managing non-verbal body language
Please consider your:
•Body language
•Eye contact
•Facial expressions

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Key Takeaways
• Recruiting & Hiring is a SHARED
responsibility. We all have very
important roles to get it right.
• There are tools in place to support
you.
• Preparation is key.
• Keep it job related.
• We’re always here to help.

13. www.compete.com13
1. Hiring manager Toolkit
• Job creation tool
• Competencies
• Job description template
• Interview process & template
1. Evaluation tool, segmentation tool, feedback form (3 in 1!)
2. Interview questions
3. Checklists
• Hiring manager responsibilities
• Interviewer responsibilities
• Interview warm up
• Closing the interview
• How to generate referrals
Tools & Resources

14. www.compete.com14
Questions?